Absolutely Yes! In addition to taking care of your employees, increasing retention, reducing sick days and making your company more attractive to new hires, you will see an average savings of $600 per employee per year on your FICA tax bill. Additionally, you could also save on workers comp costs.

Our Program is a Self-Insured Medical Reimbursement Plan (SIMRP) and was purposely created, fully researched, and found compliant with IRS 213(d), 106(a), 105(b), 1.105-11(i), and 104(a)(3) codes, and all applicable IRS memos, ERISA regulations, HIPAA, and the ADA.

Medical Services Are a Key Component and is paired with an ACA-approved medical plan to make an integrated 105 plan. Deductions for The Plan are Pre-Tax Eligible.

The deduction of plan cost from an employee’s gross wages is addressed by IRS Codes 106 (a). The Office of Chief Counsel Internal Revenue Service Memorandum (Number: 201703013, Dated: 1/20/2017) states: “The value of coverage by an employer-provided wellness program that provides medical care (as defined under §213{d)) is generally excluded from an employee’s gross income under §106(a).

The pre-taxing of this deduction made possible under a Self-Insured Medical Reimbursement Plan and a Cafeteria Plan (§ 125) creates the reduction of taxable income, generating savings for the employee and the employer.

Primary Care office visits, Specialist office visits, Urgent care office visits, 24/7 virtual direct primary care, Prescription drugs for acute and prevention, Health Coaches for mental health, weight loss, stop smoking, etc., Dental / Vision, Accident / hospital indemnity, guaranteed issue Universal life, Software that helps employees take a proactive approach to their health. All the details are explained on your discovery call.

No, our program is designed for seamless integration with your current health benefits program or as a stand alone plan if you are not offering healthcare to your employees.

Businesses with a minimum of 25 W-2 Employees, Who work full-time (at least 30 hours per week), Who earn a minimum of $26,000 annually.

Yes, eligible family members of enrolled employees also have access to these health program benefits.

No. If they currently receive care and choose to remain enrolled in their current health plan, they do not need to make any changes.

If employees do not have current medical coverage, the MEC (Minimal Essential Coverage) plan included will allow them to see any doctor and use any Urgent Care facility in the Private Health Care System PPO network (PHCS), one of the largest PPO networks in America.

No, there are no costs for service, no claim forms, no co-pays and no deductibles.

Your initial enrollment will set an enrollment period for your company, which will be scheduled on the 1st to 10th day of the month after you accept the program. However, if you accept the program after the 15th of the month, your enrollment period will be scheduled for the 2nd month following. New employees can join the plan as hired.

YES!

There is a cost for the items provided, however the cost comes out of tax savings, so there is no net cost to employers or employees.

ACA rules state, unless an employee experiences a Qualifying Life Event, an employee who enrolls in this health program will not be eligible to make changes to their program until the end of the plan year which is your annual open enrollment period.

Employees need only use one service each year to keep their tax deductible status. Every month, employees will receive push notifications. messages, text reminders and emails providing them with important information about their plan benefits and information intended to be used to help improve their health.

Yes, our programs virtual healthcare services are accessible from anywhere in the United States.

No, members can access their program services and benefits as frequently as needed with no annual limits.

Our Program Provider educates your employees with the information they need about the program to make a great decision on benefits for themselves and their families. Our provider also conducts the enrollment of each employee which makes no extra work for your HR department. In fact, the only thing we need from HR is a census report and we have automated systems in place and a census team to make this fast and easy.